By: Pranav Ramesh

Manage Job Application Overload: 6 Proven Methods

Finding the ideal candidate is essentially the biggest dream of job recruiters. 

Diving through job applications is never easy — either you have the ideal number of potential candidates, too few, or too many. As professionals in the field, you might know how difficult it is to find the hidden gem in the deep pile of resumes, constantly worrying that you might miss out on that perfect candidate.

The hiring process is already complex, but combined with too many job applications can be the ultimate time-waster.

The truth is that there is a lot of uncertainty in the working field at the moment. Starting with the repercussions of the pandemic followed by the recent tech job cuts– recruiters should expect an increased number of potential candidates.

So, how do you manage an influx of job applications? We’ve compiled a list of six best practices out there to ensure that you won’t lose the hidden gem in the pile. 

1) Keep Job Descriptions Short and Comprehensive

We can’t argue enough about how important it is to keep your job description as accurate as possible. It should be simple to write your job description, especially if you know exactly what you’re looking for in potential candidates, and make it clear. However, if the number of job applications you receive is excessive, your description can be misrepresenting your true hiring criteria to job seekers.

Be straightforward and don’t give applicants any reason to believe they might be hired even if they don’t have the candidate experience and required skills. You can also include a description of a typical workday, which will help candidates understand the expectations and the realities of the position.

2) Create an Interactive Candidate Journey

Being proactive about the hiring process will always encourage candidate engagement. This is aimed at finding and keeping candidates interested in a job in a particular company, and to distinguish themselves from the competition. Even though communicating with hundreds of prospects can be difficult, effective communication frequently results in hires that work out better.

Candidates can learn when the application period expires and when to anticipate a response by learning about your hiring timeline. This is also a way to avoid continuing the process with people who have less candidate experience before the screening process. 

3) Incorporate Recruitment Software in Your Search

Recruitment software and AI-powered solutions are now used by more companies during the hiring process, helping with workload and making the system more efficient. 

Resume aggregators are an example of such solutions. Job recruiters can now save a lot of time by using algorithms to check resumes and applications for crucial qualification criteria.

It performs tasks that previously required manual labor or a ton of documentation to find candidates with the certificates and skills required to meet the criteria mentioned in the job opening. It can also filter resumes based on candidate experience, availability, abilities, and more. 

4) Use Tools to Find Talent in the Candidate Pool

Another way in which you can benefit from recruitment software to manage job applications is with the help of an AI-powered talent ranking system. It’s a way to assess candidates’ skills and shortlist them by giving the resume a score based on their skill strength, job experience, and similarity, as well as profile match.

The tools make it easier for recruiters to invite a candidate to the next employment stage if the platform determines they are qualified. Making use of these technological advancements might make your operation more efficient. Moreover, you reduce the chances of missing out on that perfect candidate!

5) Improve Screening Efficiency

Once you receive a certain number of job applications, you must conduct a preliminary screening, which is often the longest process during hiring. The key to a better recruitment process is using screening techniques to identify the most suitable candidates. As part of your hiring process, evaluate work samples from applicant portfolios or request applicants to complete certain assignments based on the job opening.

For example, consider adopting a tech recruiting platform that enables coding tests and online technical interviews if you’re hiring developers. You can save hiring managers’ time by using this strategy to interview fewer prospects. 

6) Keep the Hiring Process as Short as Possible

If you’re planning to hire for a job that frequently receives numerous applications, consider giving both an application deadline and an internal timeline for the entire process. Always keep the candidates in the loop with the deadlines, organize interviews, and prepare personalized questions for each candidate. This will ultimately help you better understand if a person is a right fit for your company.

Pair your recruitment strategy with the right hiring software, and you will keep the process a lot shorter, while still getting efficient results. 

Bottom Line

We realize that sorting through the volume of applications that will be submitted to you may seem overwhelming. It is sometimes the most stressful part of the hiring process because there’s a lot of potential on the line.

There are plenty of solutions for you to simplify the process, streamline what you can, and be as structured and effective as possible.GabiLabs’ AI-powered tools are here to ease the process and help you sort through the piles of resumes. Check them out!